摘 要
2015 年，國家高度重視通信行業的帶動作用，通信行業肩負著服務經濟社會發展大局，加強信息基礎設施建設，促進網速提升和網費下降的重要責任。
在產業競爭日趨激烈、通信技術發展日新月異的背景下，一汽通信公司作為中國第一汽車集團公司的全資子公司，擔負著助力中國第一汽車集團公司信息化進程的重任，一汽通信公司需要招聘大批的人才來滿足企業發展的需要。一汽通信公司在對內部人力資源進行梳理、分析、開發的前提下，為了不斷提高人力資本的質量、效率和活力，改善員工隊伍結構，有效配置各專業領域專業技術、管理崗位人員，因此在招聘工作中以專業技術人員校園招聘為主。
通過對一汽通信公司現行的專業技術人員校園招聘方案進行調查、研究，發現存在以下三個問題：第一，專業技術人員校園招聘信息發布渠道落后，招聘信息發布渠道并沒有隨著影響專業技術人員校園招聘效果的客觀因素的變化而不斷優化，不足以引起目標招聘群體的關注。第二，專業技術人員校園招聘評價指標僅著眼于招聘工作崗位的勝任條件進行設計，評價指標的設計缺乏理論依據，使得評價指標不全面。另外，評價指標不易理解、難以量化。導致評價結果受評委主觀因素影響較大、不具備客觀性。第三，面試環節雖然已采用無領導小組討論、半結構化面試等高效度的選撥工具，但僅模仿選拔工具形式而未能把握選拔工具的本質，使得面試結果與實際工作績效有差距、說服力不強等。一汽通信公司現行的專業技術人員校園招聘方案存在的問題不僅影響企業招聘適合的人才、增加企業人工成本，更阻礙企業戰略目標的實現。
招聘的質量直接影響企業員工質量和企業戰略目標的實現。高效的招聘方案既可以提高招聘的質量、優化企業人力資源配置，又可以降低企業的招聘成本、優質人才離職成本等。因此，本文針對一汽通信公司專業技術人員校園招聘方案進行優化，進而提高招聘方案的信度與效度。
本文通過對大量相關文獻資料的研究、運用人力資源管理理論以及實例論證的方法，根據一汽通信公司人力資源管理的現狀，對上述問題的成因進行分析，并從三個方面對一汽通信公司專業技術人員校園招聘方案進行優化，以滿足一汽通信公司對專業技術人才的需求。首先，在移動互聯時代下，自媒體是一汽通信公司專業技術人員校園招聘目標招聘群體的密集聚集地。因此公司在原有的招聘信息發布渠道的基礎上，增加了自媒體發布渠道，其主要的目的是引起更多應聘者對公司校園招聘工作的關注。其次，基于人與組織匹配理論對專業技術人員校園招聘評價指標進行設計。另外，針對各評價指標明確指標構面、構面權重，以此為評委對應聘者的綜合素質能力評價提供依據、標準，使評價結果具備客觀性以及更好地反映出應聘者的綜合素質能力等。最后，在實施招聘前，對評委進行專業性的面試培訓。在二輪面試的評價過程中，根據評委在各領域的權威程度對負責測評的指標做以分工。在面試環節中安排一名主持人，負責測評過程控制，確保執行測評原則并按照統一標準進行評分等。
通過對一汽通信公司專業技術人員校園招聘方案優化后的招聘效果進行評估及反饋，可以看出優化后的招聘方案，在完成招聘計劃的基礎上，提高了招聘成本效益、錄用人員質量以及錄用人員與組織的匹配性，進而滿足公司對專業技術人員的需求。
關鍵詞：
專業技術人員，校園招聘，人才測評，自媒體
ABSTRACT
In 2015, the country put highly emphasis on the leading role of communicationindustry, Communication industry shoulder the important responsibility in overall ofthe service of economic and social development, to strengthen the construction ofinformation infrastructure, to promote the speed of network and bring down theInternet fee. With an increasingly competitive industry and the rapid development ofcommunication technology background, FAW Communication Company is a whollyowned subsidiary of China First Automobile Group Corporation, which has the taskto promote the main company. So FAW need to recruit talented person to satisfied thedemand of company's development. With the premise of the analysis of internalhuman resources in the FAW company, we put our efforts on the improving qualityand effective of human capital, as well as improve the structure of employees,manage employees, allocate professional personnel in specific area. So we need tofocus on the recruitment of professional personnel in the campus.
Through investigating about the FAW recruitment program, we find someproblems as followed: First, the way of recruitment information of professionalpersonnel is lag behind. The information release channel doesn't optimized with thechange of objective factors about campus recruitment. This can't give rise to thetargeted recruitment's attention. Second, the evaluation index only focuses on thecompetent conditions of the jobs, which makes the index defected. In addition, theevaluation index is complicated and hard to understand during the interview. As aresult, the evaluation results will influenced by the juries' subjective factors and it'lllack of objectivity. Third, the interview process has already used leadless groupdiscussion and semi-structured method. This kind of high effective way doesn't graspthe essence of the method. This kind of election method doesn't relate each other inorder to make the interview results not convincing. The problem of presentrecruitment will influence the recruitment of talented person, and it will also increasethe company's artificial costs as well as it will impede the strategy to come true.
The quality of the recruitment will directly influence the quality of employeesand the realization of the company's strategy goals. An effective recruitment can notonly improve its quality, but also it can optimize the human resources as well asreduce the cost. So, the paper focuses on the optimization of the campus recruitmentin order that it'll improve the the plan's reliability and validity.
The thesis has many research on the relevant data and use human resourcestheory as well as the method of examples of proof, according to the current situation,we need to analysis the causes. We can optimize the recruitment plan from threeaspects in order to satisfied the demanding talented professional personnel. First,under the premise of Internet and WeMedia pursue personality, WeMedia is a denselygathering for FAW communication recruitment. Therefore, in addition to thecompany's release the recruitment information on the website, campus billboard andmeeting, the company also increase the release channel in order to realize theoptimization of its recruitment. The main purpose is to arise the employee's attentionabout campus recruitment. Then, we need to research on the matching theory betweenperson and company as well as the design of the evaluation index about professionalpersonnel. In addition, we need to indicate the index of facet, and its weigh. In orderthat the juries can provide foundation and standard for the evaluation of the interview,which can also make the evaluation results objective and can better reflect the overallcompetence of the employee. Finally, before the interview, we need to do the trainingfor juries before the interview and tell them the process, standard, grading of theinterview. As for the second interview, the juries should be divided according to theircontribution in the all areas. This can guarantee the deeper competence of theemployees. We can arrange a host during the interview, whose task is to control theprocess and make sure the evaluation standard as well as provide support for all theinterviewees.
We can make evaluation and feedback according to four aspects, that is-the costof employment, the evaluation of the employee, overall evaluation and theoptimization of the recruitment. We can come to the conclusion that after optimizingthe recruitment plan, we improve the job cost effective, the quality of employee andthe matching between person and organization. This can satisfied the demand forprofessional people.
Key words:
Professional personnel, campus recruitment, talent evaluation, We Media
目 錄
第 1 章 緒 論
1.1 研究背景與意義
1.2 研究方法與內容
1.3 文獻綜述與理論研究
第 2 章 一汽通信公司專業技術人員校園招聘方案現狀及問題分析
2.1 一汽通信公司概況及專業技術人員招聘現狀
2.2 專業技術人員校園招聘信息發布渠道的問題分析
2.3 專業技術人員校園招聘評價指標的問題分析
2.4 專業技術人員校園招聘面試流程的問題分析
第 3 章 一汽通信公司專業技術人員校園招聘方案的優化措施
3.1 專業技術人員校園招聘信息發布渠道的優化
3.2 專業技術人員校園招聘評價指標的優化
3.3 專業技術人員校園招聘面試流程的優化
3.4 專業技術人員校園招聘方案優化后的效果評估及反饋
第 4 章 一汽通信公司專業技術人員校園招聘方案優化的實施與保障
4.1 專業技術人員校園招聘方案優化的實施
4.2 專業技術人員校園招聘方案優化的組織保障
4.3 專業技術人員校園招聘方案優化的制度保障
4.4 專業技術人員校園招聘方案優化的人員保障
結 論
參考文獻
致 謝
2015 年，國家高度重視通信行業的帶動作用，通信行業肩負著服務經濟社會發展大局，加強信息基礎設施建設，促進網速提升和網費下降的重要責任。
在產業競爭日趨激烈、通信技術發展日新月異的背景下，一汽通信公司作為中國第一汽車集團公司的全資子公司，擔負著助力中國第一汽車集團公司信息化進程的重任，一汽通信公司需要招聘大批的人才來滿足企業發展的需要。一汽通信公司在對內部人力資源進行梳理、分析、開發的前提下，為了不斷提高人力資本的質量、效率和活力，改善員工隊伍結構，有效配置各專業領域專業技術、管理崗位人員，因此在招聘工作中以專業技術人員校園招聘為主。
通過對一汽通信公司現行的專業技術人員校園招聘方案進行調查、研究，發現存在以下三個問題：第一，專業技術人員校園招聘信息發布渠道落后，招聘信息發布渠道并沒有隨著影響專業技術人員校園招聘效果的客觀因素的變化而不斷優化，不足以引起目標招聘群體的關注。第二，專業技術人員校園招聘評價指標僅著眼于招聘工作崗位的勝任條件進行設計，評價指標的設計缺乏理論依據，使得評價指標不全面。另外，評價指標不易理解、難以量化。導致評價結果受評委主觀因素影響較大、不具備客觀性。第三，面試環節雖然已采用無領導小組討論、半結構化面試等高效度的選撥工具，但僅模仿選拔工具形式而未能把握選拔工具的本質，使得面試結果與實際工作績效有差距、說服力不強等。一汽通信公司現行的專業技術人員校園招聘方案存在的問題不僅影響企業招聘適合的人才、增加企業人工成本，更阻礙企業戰略目標的實現。
招聘的質量直接影響企業員工質量和企業戰略目標的實現。高效的招聘方案既可以提高招聘的質量、優化企業人力資源配置，又可以降低企業的招聘成本、優質人才離職成本等。因此，本文針對一汽通信公司專業技術人員校園招聘方案進行優化，進而提高招聘方案的信度與效度。
本文通過對大量相關文獻資料的研究、運用人力資源管理理論以及實例論證的方法，根據一汽通信公司人力資源管理的現狀，對上述問題的成因進行分析，并從三個方面對一汽通信公司專業技術人員校園招聘方案進行優化，以滿足一汽通信公司對專業技術人才的需求。首先，在移動互聯時代下，自媒體是一汽通信公司專業技術人員校園招聘目標招聘群體的密集聚集地。因此公司在原有的招聘信息發布渠道的基礎上，增加了自媒體發布渠道，其主要的目的是引起更多應聘者對公司校園招聘工作的關注。其次，基于人與組織匹配理論對專業技術人員校園招聘評價指標進行設計。另外，針對各評價指標明確指標構面、構面權重，以此為評委對應聘者的綜合素質能力評價提供依據、標準，使評價結果具備客觀性以及更好地反映出應聘者的綜合素質能力等。最后，在實施招聘前，對評委進行專業性的面試培訓。在二輪面試的評價過程中，根據評委在各領域的權威程度對負責測評的指標做以分工。在面試環節中安排一名主持人，負責測評過程控制，確保執行測評原則并按照統一標準進行評分等。
通過對一汽通信公司專業技術人員校園招聘方案優化后的招聘效果進行評估及反饋，可以看出優化后的招聘方案，在完成招聘計劃的基礎上，提高了招聘成本效益、錄用人員質量以及錄用人員與組織的匹配性，進而滿足公司對專業技術人員的需求。
關鍵詞：
專業技術人員，校園招聘，人才測評，自媒體
ABSTRACT
In 2015, the country put highly emphasis on the leading role of communicationindustry, Communication industry shoulder the important responsibility in overall ofthe service of economic and social development, to strengthen the construction ofinformation infrastructure, to promote the speed of network and bring down theInternet fee. With an increasingly competitive industry and the rapid development ofcommunication technology background, FAW Communication Company is a whollyowned subsidiary of China First Automobile Group Corporation, which has the taskto promote the main company. So FAW need to recruit talented person to satisfied thedemand of company's development. With the premise of the analysis of internalhuman resources in the FAW company, we put our efforts on the improving qualityand effective of human capital, as well as improve the structure of employees,manage employees, allocate professional personnel in specific area. So we need tofocus on the recruitment of professional personnel in the campus.
Through investigating about the FAW recruitment program, we find someproblems as followed: First, the way of recruitment information of professionalpersonnel is lag behind. The information release channel doesn't optimized with thechange of objective factors about campus recruitment. This can't give rise to thetargeted recruitment's attention. Second, the evaluation index only focuses on thecompetent conditions of the jobs, which makes the index defected. In addition, theevaluation index is complicated and hard to understand during the interview. As aresult, the evaluation results will influenced by the juries' subjective factors and it'lllack of objectivity. Third, the interview process has already used leadless groupdiscussion and semi-structured method. This kind of high effective way doesn't graspthe essence of the method. This kind of election method doesn't relate each other inorder to make the interview results not convincing. The problem of presentrecruitment will influence the recruitment of talented person, and it will also increasethe company's artificial costs as well as it will impede the strategy to come true.
The quality of the recruitment will directly influence the quality of employeesand the realization of the company's strategy goals. An effective recruitment can notonly improve its quality, but also it can optimize the human resources as well asreduce the cost. So, the paper focuses on the optimization of the campus recruitmentin order that it'll improve the the plan's reliability and validity.
The thesis has many research on the relevant data and use human resourcestheory as well as the method of examples of proof, according to the current situation,we need to analysis the causes. We can optimize the recruitment plan from threeaspects in order to satisfied the demanding talented professional personnel. First,under the premise of Internet and WeMedia pursue personality, WeMedia is a denselygathering for FAW communication recruitment. Therefore, in addition to thecompany's release the recruitment information on the website, campus billboard andmeeting, the company also increase the release channel in order to realize theoptimization of its recruitment. The main purpose is to arise the employee's attentionabout campus recruitment. Then, we need to research on the matching theory betweenperson and company as well as the design of the evaluation index about professionalpersonnel. In addition, we need to indicate the index of facet, and its weigh. In orderthat the juries can provide foundation and standard for the evaluation of the interview,which can also make the evaluation results objective and can better reflect the overallcompetence of the employee. Finally, before the interview, we need to do the trainingfor juries before the interview and tell them the process, standard, grading of theinterview. As for the second interview, the juries should be divided according to theircontribution in the all areas. This can guarantee the deeper competence of theemployees. We can arrange a host during the interview, whose task is to control theprocess and make sure the evaluation standard as well as provide support for all theinterviewees.
We can make evaluation and feedback according to four aspects, that is-the costof employment, the evaluation of the employee, overall evaluation and theoptimization of the recruitment. We can come to the conclusion that after optimizingthe recruitment plan, we improve the job cost effective, the quality of employee andthe matching between person and organization. This can satisfied the demand forprofessional people.
Key words:
Professional personnel, campus recruitment, talent evaluation, We Media
目 錄
第 1 章 緒 論
1.1 研究背景與意義
1.2 研究方法與內容
1.3 文獻綜述與理論研究
第 2 章 一汽通信公司專業技術人員校園招聘方案現狀及問題分析
2.1 一汽通信公司概況及專業技術人員招聘現狀
2.2 專業技術人員校園招聘信息發布渠道的問題分析
2.3 專業技術人員校園招聘評價指標的問題分析
2.4 專業技術人員校園招聘面試流程的問題分析
第 3 章 一汽通信公司專業技術人員校園招聘方案的優化措施
3.1 專業技術人員校園招聘信息發布渠道的優化
3.2 專業技術人員校園招聘評價指標的優化
3.3 專業技術人員校園招聘面試流程的優化
3.4 專業技術人員校園招聘方案優化后的效果評估及反饋
第 4 章 一汽通信公司專業技術人員校園招聘方案優化的實施與保障
4.1 專業技術人員校園招聘方案優化的實施
4.2 專業技術人員校園招聘方案優化的組織保障
4.3 專業技術人員校園招聘方案優化的制度保障
4.4 專業技術人員校園招聘方案優化的人員保障
結 論
參考文獻
致 謝
